We recognize that the changes we are recommending are substantial, and that some of
these have financial as well as structural implications. We therefore recommend that an
Advisory Group be appointed to assist with the implementation of these proposals. The
role of the committee would be to meet with the directors of IDE and HR as well as of the
new Ombuds office, to discuss details of the changes, and to oversee any transitional
issues. Since the members of this Working Group are intimately familiar with both the
recommendations and with the reasoning behind their adoption, we strongly suggest
that a subset of the Working Group be involved with this advisory role.
We encourage establishing target dates for implementing the key recommendations.
Finally, we suggest evaluating the changes three years after implementation to see
whether any adjustments are necessary and whether there is a need for continuation of
the Advisory Group. We recommend that the evaluation consider some of the key issues
raised here, including: (1) a review of whether the new system has improved our
successes in achieving our diversity goals; (2) consideration of how the timeline of the
search process has changed; (3) a review of the number of expedited searches and their
outcomes, with particular attention to whether these searches have had an impact on
diversity goals, retention (including any impact on perceptions of potential for personal
advancement as well as partner hiring/retention), and so on; (4) evaluation of those
searches in which a search committee was not used and their outcomes; (5) the overall
functioning of the Ombuds Office (how HR and IDE interact with it, whether grievances
are being resolved more or less quickly, with greater or less satisfaction, etc.).
The Provost’s Office in consultation with the Advisory Group Chair, and the heads of HR,
IDE and the Ombuds office would ultimately make such determination.
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